“In almost half the two-parent households in the United States (compared with 31% in 1970), both parents work full-time. Still, companies struggle to anticipate and mitigate the effects on their talent pipelines…. The crux of the problem is that companies tend to have fixed paths to leadership roles, with set tours of duty and long-held ideas about what ambition looks like. That creates rigid barriers for employees—and recruitment and retention challenges for their employers, many of whom are failing to consider the whole person when mapping out high potentials’ career trajectories. To reap the benefits of their investments in human capital, organizations must adopt new strategies for managing and developing talent.”
Jennifer Petriglieri, “Talent Management and the Dual-Career Couple,” Harvard Business Review, May-June 2018 (pp.106–113)
Jeff Gissing 